HUMAN-RESOURCE-PROCUREMENT-benjie-garcia-ppt.ppt

HUMAN-RESOURCE-PROCUREMENT-benjie-garcia-ppt.ppt

1. Human Resource
Procurement
Benjie L. Garcia

2. Recruitment
Is the securing through planned and systematic
effort, the right quantity and the right quality
of people needed to meet present and future
manpower requirements. It is the process by
which prospective applicants are induced to
apply to the company in order that their
qualifications can be evaluated through sound
screening and selection procedures .

3. Recriuting
Is discovering potential applicants for actual or
anticipated organizational vacancies.
Itinvolves seeking viable job candidates

4. In human resource
procurement, the first
consideration is the
recognition by the
mamnagenet the need
for sound policiess
and procedures or
recruitment, hiring
and the best candidate
of every vacant job of
the organization.

5. Recruiting Goal
1.To generate a large
pool of applicant
2.To provide enough
information fro
individuals to
select out of the
process

6. Policies and Procedures

7. Policies and Procedures
1.Prior considerations should be made for
filing vacancies from within before soliciting
outside applicants. This is done in order to
maximize the abilities of the present human
resources.
2.Candidates of any position should be selected
solely on the basis of their qualifications to
satisfy hiring jobs and specifications.

8. Policies and Procedures
3. The Human Resource Management
Department as a central recriuting function
shall be responsible for developing and
implementing appropriate procedure for
identifying employees and officers with
development and advancement potentials.

9. Policies and Procedures
4. Within Approved salary range fro a position,
the reqiusitioning Head and the HRM
Department shall recommend the hiring to be
offered to a selected candidate for
employment.

10. Responsible for Recruitment,
Selection, and Hiring of Employees
In Big companies-Human
resource department
In small organization-the
Owner of the Enterprise,
superintendent or Manager
In medium-sized
organization-the head of the
Department requiring the
services or the Line
supervisors

11. Factors Affecting Recruitment

12. Factors Affecting Recruitment
Image of the
Organization
Attractiveness and
Nature of the Job
Internal Policies
Government
Requirements
The Recruitment
Budget

13. Recruiting: a Global Perspective
Host-Country
National
A citizen of the
host country hired
by an organization
based in another
country
Expatriate
•An individual who
lives and works in a
country of which he
or she is not a citizen

14. Recruiting Sources
1.Internal Sources
Internal Search
Employee Referrals
and Recommendations
2. External Sources
Advertisements
Employment Agencies
Schools, Colleges and
Universities
•Professional
Organizations
•Unsolicited Applicants
•Online Recruiting

15. Internal Search
Advantage
It is good public relations
It builds morale
It encourages good individual who are ambitious
It improves the probability of good selection, because
information on the individual’s performance is
readily available

16. Internal Search: Advantages
It is less costly than going outside to recruit
Those chosen internally already know the
organization
When carefully planned , promoting from within
can also act as a training device for developing
middle and top level managers

17. Internal Search : Disadvantages
They could be dysfunctional if the
organization use less-qualified internal sources
only because they are there, when excellent
candidates are available on the outside
It may also generate in fighting among rival
candidates fro promotion and decrease morale
levels of those not selected

18. Employee Referrals and
Recommendations
“ Employee referrals are an excellent
means of locating potential
employees for hard-to-fill-positions”

19. Advantages
The recommendations becomes a known person to
perspective employer.
The long the process of selection from a big
number of applicants is eliminated
Once hired, the recomendee is bound to perform
very well, for fear that it would be embarrassing to
his “padrino”
Employee Referrals and
Recommendations

20. Disadvantages
The employee is likely to be undue pressure
from the beginning, to accept the
recommendeeespecially if the referral comes
from a relative or a very close friend
Once accepted and the employee is later found
to be insufficient, the employer finds himself
in a tight position to fire the inefficient worker
Employee Referrals and
Recommendations

21. Disadvantages
Employee referrals may also lead
to nepotism
It minimize an organization ‘s
desire to add diversity to a
workplace
Employee Referrals and
Recommendations

22. External Searches

23. Advertisements
Blind box ad-an advertisement that
does not identify the advertising
organization
Newspaper (Classified ads)
Internet ( e.g. Jobstreet.com)
TV commercials
Etc.

24. Employment Agencies
Public or State Agencies
( companies are required to submit to
DOLE public placement bureau a regular
listing of their man power requirements)
Private employment agencies ( they
charge an initial fee, approximately 10%
of the employees salary
Management consulting firms ( executive
search)

25. Executive Search Firms
These are private employment
agency specializing in middle-
and top-management
placement

26. Schools, Colleges and
Universities
One of the best source of man power
recruitment . Aside from being free , it
shortens the tedious process of the procedural
aspects of hiring
It also assumed that a pre evaluation has been
made by the school
Example: Job posted on OSPS in CIC

27. Professional Organizations
It is a common practice to provide plcement
facilities at regional and national meetings
where individuals looking for employment and
companies can find each other-building a
network of employment opportunities
Professional organizations, however, can also
apply sanctions to control the labor supply in
their discipline

28. Unsolicited Applicants
Provides an excellent supply of stock
applicants
Unsolicited applicants depends on the
economic conditions.

29. Online Recruiting
Advantage
Low cost means of
recruiting for most
business
Automatic sorting of
employee
Increase the diversity of
employee

30. Recruitment Alternatives

31. Recriutment Alternatives
Temporary Help
Services
Employee
Leasing
Independent
Contractors

32. Temporary Help Services
Hired for short period of time only
Part time jobs
mostly are those who are retired and wanted to
come back to work
Advantage
Flexibility in scheduling
Low absenteeism
High motivation
Mentoring activities fro young workers

33. Employee Leasing
Remains with organization for longer period of
time
Starline agency ( Security guards)
JF ( janitorial)
Etc.

34. Independent Contractors
Independent contractor arrangements benefits
both the organization and the individual
The worker is not an employee, the company
saves costs associated with full-or part time
personnel such as SSS and compensation
premium
Consultants, legal transcritionist

35. Suggested Steps to be Followed in
Human Resource Procurement
( Andres and Evangelista,1989)
1.Identify the different jobs in the
company and write down the job
description and job work
performance standard form each job
position

36. Suggested Steps…
2. Plan the Human Resource Budget
This must be within the established and fixed plan
and specify the following:
Existing and filled position
Existing and vacant positions requiring
replacements
Previously position to be filled
Proposed new positions which still require
approval

37. Suggested Steps…
3. Requisition for Employee
4. Recruit Qualified Applicant
5. Issue out Application Form
6. Receive the Applicant

38. Suggested Steps…
7. Administer the Employment Test
The personnel test fall into 4 categories:
Intelligence test
The aptitude test to predict the specific abilities of
an individual in performing a job
The interest inventory which determines an
individual’s attitude towards certain occupations
The personality inventory which measures the
temperament of an individual and his motivation

39. Suggested Steps…
8. Investigate Applicant’s Background
Telephone calls
Letters of inquiry, sending information forms
to is former employees, teacher, individual
references
Lie detector or polygraph

40. Suggested Steps…
9. Interview the Applicant
2 types:
1. Initial interview-to eliminate, obviusly
unqualified applicants
2. Final evaluation

41. Basic Contents of the Interview
1.Personal Qualities
2.Academic achievements
3.Occupational experience
4.Interpersonal competence
5.Career orientation

42. Stone in Effective Personnel Selection
Procedure ( Andres and Evangelista , 1989)
1.He must know the job to be filled and the
qualities needed by the candidate. He must
have an adequate job knowledge.
2.He must be prepared for the interview, be
attentive, a participant observer, be a person
in authority, and show genuine interest in
applicant
3.He must observe all reactions

43. Continued…
4. He must show acceptance and appreciation fro
the candidate
5. He schedules interview to give him fro every
candidate and put him at ease during the
interview
6. He must get private information and the whole
picture
7. He insures that interviews are held in private

44. Continued…
8. He does not become involved emotionally, not
defensive, not an authority, nor show
sympathy
9. He is aware of his own prejudices and tries to
avoid their influence on is judgments
10. He avoids any suggestion and discrimination.

45. The End